A normative instrument for assessing the mentoring role.
- Janse van Rensburg, K., Roodt, G.
- Authors: Janse van Rensburg, K. , Roodt, G.
- Date: 2005
- Subjects: Normative instrument , Cronbach alpha
- Type: Article
- Identifier: uj:6380 , http://hdl.handle.net/10210/1123
- Description: The objective of this study is to develop a normative instrument for assessing the mentoring role in the South African context. The sampling frame for the study constituted the 1200 employees of a division of a large transport organisation. A convenience sample including all 1200 employees yielded 637 fully completed records (a 53% response rate). First and second level factor analyses, followed by an iterative item analysis on the scale of 26 items, yielded a seemingly robust scale with a Cronbach alpha of 0,97. The psychometric properties of the scale are further discussed.
- Full Text:
- Authors: Janse van Rensburg, K. , Roodt, G.
- Date: 2005
- Subjects: Normative instrument , Cronbach alpha
- Type: Article
- Identifier: uj:6380 , http://hdl.handle.net/10210/1123
- Description: The objective of this study is to develop a normative instrument for assessing the mentoring role in the South African context. The sampling frame for the study constituted the 1200 employees of a division of a large transport organisation. A convenience sample including all 1200 employees yielded 637 fully completed records (a 53% response rate). First and second level factor analyses, followed by an iterative item analysis on the scale of 26 items, yielded a seemingly robust scale with a Cronbach alpha of 0,97. The psychometric properties of the scale are further discussed.
- Full Text:
A study of barriers to career advancement for professional women in investment banking.
- Authors: Rowe, T. , Crafford, A.
- Date: 2003
- Subjects: Professional women , Barriers , Career advancement , Investment banking
- Type: Article
- Identifier: uj:6476 , http://hdl.handle.net/10210/1488
- Description: A qualitative study was conducted to explore the barriers to career advancement for professional women in the investment banking industry. Semi-structured interviews were conducted with male and female participants to explore their beliefs and perceptions of these barriers. The story of Cinderella is used as an interpretative framework in which the findings are discussed. The key themes that emerged were structure of society, embodiment, male domination, support structures and networking. An additional theme, entitled ‘If the shoe fits’ is the underlying thread that links the other key themes together and forms the conclusion of the study.
- Full Text:
- Authors: Rowe, T. , Crafford, A.
- Date: 2003
- Subjects: Professional women , Barriers , Career advancement , Investment banking
- Type: Article
- Identifier: uj:6476 , http://hdl.handle.net/10210/1488
- Description: A qualitative study was conducted to explore the barriers to career advancement for professional women in the investment banking industry. Semi-structured interviews were conducted with male and female participants to explore their beliefs and perceptions of these barriers. The story of Cinderella is used as an interpretative framework in which the findings are discussed. The key themes that emerged were structure of society, embodiment, male domination, support structures and networking. An additional theme, entitled ‘If the shoe fits’ is the underlying thread that links the other key themes together and forms the conclusion of the study.
- Full Text:
Entrepreneurial functionality of new venture creation learners.
- Authors: Buys, P. , Havenga, J.J.D.
- Date: 2006
- Subjects: Entrepreneurs , Perception , New venture , Functional intelligence , Learnership , Entrepreneurial economic environment , Functional intelligence assessment tool
- Type: Article
- Identifier: uj:5640 , http://hdl.handle.net/10210/2879
- Description: The primary objective of this study was to evaluate the suitability of individuals as potential entrepreneurs in the entrepreneurial economic environment. The scientifically validated Functional Intelligence Assessment Tool (FIAT) was applied to nineteen individuals (learners) during their training (New Venture Creation Learnership or NVC Learnership) which was managed by the Services Sector Education and Training Authority (SETA). Only three of the nineteen respondents were found to be suitable as entrepreneurs of whom two also displayed leadership qualities. The implications of the findings are discussed.
- Full Text:
- Authors: Buys, P. , Havenga, J.J.D.
- Date: 2006
- Subjects: Entrepreneurs , Perception , New venture , Functional intelligence , Learnership , Entrepreneurial economic environment , Functional intelligence assessment tool
- Type: Article
- Identifier: uj:5640 , http://hdl.handle.net/10210/2879
- Description: The primary objective of this study was to evaluate the suitability of individuals as potential entrepreneurs in the entrepreneurial economic environment. The scientifically validated Functional Intelligence Assessment Tool (FIAT) was applied to nineteen individuals (learners) during their training (New Venture Creation Learnership or NVC Learnership) which was managed by the Services Sector Education and Training Authority (SETA). Only three of the nineteen respondents were found to be suitable as entrepreneurs of whom two also displayed leadership qualities. The implications of the findings are discussed.
- Full Text:
Work-life balance: a study in the petroleum industry.
- De Villiers, J.C., Kotze, M.E.
- Authors: De Villiers, J.C. , Kotze, M.E.
- Date: 2003
- Subjects: Work-life balance , Work-life imbalance , Work-life conflict , Role interference , Role overload
- Type: Article
- Identifier: uj:5684 , http://hdl.handle.net/10210/2929
- Description: A qualitative study was completed to discover how employees of a company in the petroleum industry define and experience the phenomenon of work-life balance, to identify the workplace determinants of work-life imbalance and to elicit some solutions for the problem. It was found that work-life balance is a personal issue that varies across time and situations and the underlying conflict experienced pertains to role overload and role interference. The most significant work-life conflict arises from complex workplace issues, including managing change, supervisory and technical competences, leadership, roles and accountabilities, and culture. Solutions to address the workplace issues, as well as the development of individual balance-enabling skills, are suggested.
- Full Text:
- Authors: De Villiers, J.C. , Kotze, M.E.
- Date: 2003
- Subjects: Work-life balance , Work-life imbalance , Work-life conflict , Role interference , Role overload
- Type: Article
- Identifier: uj:5684 , http://hdl.handle.net/10210/2929
- Description: A qualitative study was completed to discover how employees of a company in the petroleum industry define and experience the phenomenon of work-life balance, to identify the workplace determinants of work-life imbalance and to elicit some solutions for the problem. It was found that work-life balance is a personal issue that varies across time and situations and the underlying conflict experienced pertains to role overload and role interference. The most significant work-life conflict arises from complex workplace issues, including managing change, supervisory and technical competences, leadership, roles and accountabilities, and culture. Solutions to address the workplace issues, as well as the development of individual balance-enabling skills, are suggested.
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Total rewards and its effects on organisational commitment in higher education institutions
- Mabaso, Calvin M., Dlamini, Bongani I.
- Authors: Mabaso, Calvin M. , Dlamini, Bongani I.
- Date: 2018
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/273376 , uj:29122 , Citation: Mabaso, C.M., & Dlamini, B.I. (2018). Total rewards and its effects on organisational commitment in higher education institutions. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 16(0), a913. https://doi.org/ 10.4102/sajhrm.v16i0.913 , ISSN: (Online) 2071-078X , ISSN: (Print) 1683-7584
- Description: Abstract: Orientation: Retaining staff with special endeavours within higher education institutions has become a top priority and crucial for any organisational productivity and competiveness. Attracting and retaining talent has remained a critical and complex issue for human capital management in organisations. Research purpose: The purpose of this study was to investigate the impact of total rewards on organisational commitment measured by Total Rewards Scale and Organisational Commitment Questionnaire. Motivation for the study: There is paucity in research on the impact of total rewards on organisational commitment. Commitment of academic staff is significant as higher education institutions are influential in the development of a country. Research design, approach and method: This study employed the quantitative research method using a survey design. A semi-structured questionnaire was used to collect survey data. A sample of 279 academic staff, which was the total population of participants, was selected for this study. Main findings: Results show a positive and significant correlation between elements of total rewards (performance management, 0.387; recognition, 0.335; talent development and career opportunities, 0.328; compensation, 0.231; benefits, 0.213; work–life balance, 0.024) and organisational commitment. A variance of 52.3% of total rewards explained organisational commitment. Performance management, compensation, benefits, recognition, talent development and career opportunities significantly predicted organisational commitment. However, work–life balance indicated a negative effect on organisational commitment. Practical managerial implications: Findings of the study has implications to managers because they have to encourage and promote total rewards in order to enforce talent retention within higher education institutions for the benefit of both institutions and employees. Contribution: The results are important to managers with great interest in talent retention and can be used as guideline to develop rewards strategy.
- Full Text:
- Authors: Mabaso, Calvin M. , Dlamini, Bongani I.
- Date: 2018
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/273376 , uj:29122 , Citation: Mabaso, C.M., & Dlamini, B.I. (2018). Total rewards and its effects on organisational commitment in higher education institutions. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 16(0), a913. https://doi.org/ 10.4102/sajhrm.v16i0.913 , ISSN: (Online) 2071-078X , ISSN: (Print) 1683-7584
- Description: Abstract: Orientation: Retaining staff with special endeavours within higher education institutions has become a top priority and crucial for any organisational productivity and competiveness. Attracting and retaining talent has remained a critical and complex issue for human capital management in organisations. Research purpose: The purpose of this study was to investigate the impact of total rewards on organisational commitment measured by Total Rewards Scale and Organisational Commitment Questionnaire. Motivation for the study: There is paucity in research on the impact of total rewards on organisational commitment. Commitment of academic staff is significant as higher education institutions are influential in the development of a country. Research design, approach and method: This study employed the quantitative research method using a survey design. A semi-structured questionnaire was used to collect survey data. A sample of 279 academic staff, which was the total population of participants, was selected for this study. Main findings: Results show a positive and significant correlation between elements of total rewards (performance management, 0.387; recognition, 0.335; talent development and career opportunities, 0.328; compensation, 0.231; benefits, 0.213; work–life balance, 0.024) and organisational commitment. A variance of 52.3% of total rewards explained organisational commitment. Performance management, compensation, benefits, recognition, talent development and career opportunities significantly predicted organisational commitment. However, work–life balance indicated a negative effect on organisational commitment. Practical managerial implications: Findings of the study has implications to managers because they have to encourage and promote total rewards in order to enforce talent retention within higher education institutions for the benefit of both institutions and employees. Contribution: The results are important to managers with great interest in talent retention and can be used as guideline to develop rewards strategy.
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Career and life-balance of professional women: a South African study.
- Authors: Whitehead, T. , Kotze, M.E.
- Date: 2003
- Subjects: Physical well-being , Mental well-being , Career performance , Career success , Life-balance moments
- Type: Article
- Identifier: uj:5685 , http://hdl.handle.net/10210/2930
- Description: A woman’s ability to balance multiple life-roles is directly related to her physical and mental well-being, and her career performance and success. This study aims to infer a theoretical framework for the in-depth understanding of the phenomenon of life-balance in the lives of 24 South African professional women. The Grounded Theory as a qualitative method was applied to derive a theory about the phenomenon inductively. Purposeful sampling was used to identify 24 professional women. In-depth interviews and a group session were conducted to gather data, and to confirm themes and concepts on which the theoretical framework was based. It was concluded that life-balance is a life-process with a cyclical nature, and a useful tool for achieving personal growth. Life-balance is therefore not “one, single ultimate experience”, but a series of individual experiences unfolding over time, which could be better described as “life-balance moments”.
- Full Text:
- Authors: Whitehead, T. , Kotze, M.E.
- Date: 2003
- Subjects: Physical well-being , Mental well-being , Career performance , Career success , Life-balance moments
- Type: Article
- Identifier: uj:5685 , http://hdl.handle.net/10210/2930
- Description: A woman’s ability to balance multiple life-roles is directly related to her physical and mental well-being, and her career performance and success. This study aims to infer a theoretical framework for the in-depth understanding of the phenomenon of life-balance in the lives of 24 South African professional women. The Grounded Theory as a qualitative method was applied to derive a theory about the phenomenon inductively. Purposeful sampling was used to identify 24 professional women. In-depth interviews and a group session were conducted to gather data, and to confirm themes and concepts on which the theoretical framework was based. It was concluded that life-balance is a life-process with a cyclical nature, and a useful tool for achieving personal growth. Life-balance is therefore not “one, single ultimate experience”, but a series of individual experiences unfolding over time, which could be better described as “life-balance moments”.
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Qualitative research in management and organisational studies with reference to recent South African research.
- Authors: Schurink, W.J.
- Date: 2003
- Subjects: Qualitative research , Research style
- Type: Article
- Identifier: http://ujcontent.uj.ac.za8080/10210/385628 , uj:5697 , http://hdl.handle.net/10210/2943
- Description: This introduction to this special edition of the Journal dealing with recent qualitative work undertaken by local industrial psychologists, sketch the nature of qualitative research globally, its position in South Africa, and finally, the status of such research as applied to the management/ organisational field abroad as well as in South Africa. From this and the other articles it is clear that qualitative research is healthy in management related areas in South Africa, but that local scholars have work on their hands to train promising researchers in this research style in order to sustain it and developing it further.
- Full Text:
- Authors: Schurink, W.J.
- Date: 2003
- Subjects: Qualitative research , Research style
- Type: Article
- Identifier: http://ujcontent.uj.ac.za8080/10210/385628 , uj:5697 , http://hdl.handle.net/10210/2943
- Description: This introduction to this special edition of the Journal dealing with recent qualitative work undertaken by local industrial psychologists, sketch the nature of qualitative research globally, its position in South Africa, and finally, the status of such research as applied to the management/ organisational field abroad as well as in South Africa. From this and the other articles it is clear that qualitative research is healthy in management related areas in South Africa, but that local scholars have work on their hands to train promising researchers in this research style in order to sustain it and developing it further.
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Emotional wellness and management effectiveness within the public healthcare sector.
- Authors: Stimie, G. , Fouchè, C.B.
- Date: 2004
- Subjects: Emotional wellness , Management effectiveness
- Type: Article
- Identifier: uj:5680 , http://hdl.handle.net/10210/2925
- Description: This article reports on a study undertaken to assess the state of emotional wellness of employees as well as management effectiveness within the public healthcare sector. For this purpose a Johannesburg public hospital was used as a case study. A qualitative approach was utilized, but it was decided to include triangulation of methodology to increase the reliability of the data. Both a self-administered questionnaire and focus group interviews were used as data gathering instruments. Forty-six focus group interviews were conducted and a total of 850 employees participated in these interviews. A total of 388 employees returned their questionnaires (response rate = 32%). A number of key issues relating to management effectiveness and employee wellness were identified. The findings and their implications will be explored further.
- Full Text:
- Authors: Stimie, G. , Fouchè, C.B.
- Date: 2004
- Subjects: Emotional wellness , Management effectiveness
- Type: Article
- Identifier: uj:5680 , http://hdl.handle.net/10210/2925
- Description: This article reports on a study undertaken to assess the state of emotional wellness of employees as well as management effectiveness within the public healthcare sector. For this purpose a Johannesburg public hospital was used as a case study. A qualitative approach was utilized, but it was decided to include triangulation of methodology to increase the reliability of the data. Both a self-administered questionnaire and focus group interviews were used as data gathering instruments. Forty-six focus group interviews were conducted and a total of 850 employees participated in these interviews. A total of 388 employees returned their questionnaires (response rate = 32%). A number of key issues relating to management effectiveness and employee wellness were identified. The findings and their implications will be explored further.
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Different age groups' response to employment equity practices.
- Authors: Walbrugh, A.J. , Roodt, G.
- Date: 2003
- Subjects: Employment equity practices
- Type: Article
- Identifier: uj:6379 , http://hdl.handle.net/10210/1122
- Description: The focus of this article is on response differences with regard to employment equity practices within nine South African companies from different industries, as well as whether the Employment Equity Questionnaire is a reliable tool for measuring employment equity practices. A convenience sample of 4729 participants in the field survey provided the secondary data for this study. The Employment Equity Questionnaire yielded a high Alpha coefficient of 0,96. The main findings were that differences in responses between age categories do exist, but only a small percentage of the variance could be ascribed to differences in employment equity practices. In addition to this, the South African companies show the same trends, with regard to age discrimination, as other countries like the United States and Britain. This finding could therefore serve as a lead indicator for proactive measures – to ensure that the same mistakes from other countries are not repeated here.
- Full Text:
- Authors: Walbrugh, A.J. , Roodt, G.
- Date: 2003
- Subjects: Employment equity practices
- Type: Article
- Identifier: uj:6379 , http://hdl.handle.net/10210/1122
- Description: The focus of this article is on response differences with regard to employment equity practices within nine South African companies from different industries, as well as whether the Employment Equity Questionnaire is a reliable tool for measuring employment equity practices. A convenience sample of 4729 participants in the field survey provided the secondary data for this study. The Employment Equity Questionnaire yielded a high Alpha coefficient of 0,96. The main findings were that differences in responses between age categories do exist, but only a small percentage of the variance could be ascribed to differences in employment equity practices. In addition to this, the South African companies show the same trends, with regard to age discrimination, as other countries like the United States and Britain. This finding could therefore serve as a lead indicator for proactive measures – to ensure that the same mistakes from other countries are not repeated here.
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Exploring the role of the Human Resouce function in the South African information technology industry.
- Authors: Hall, C.L. , Fourie, L.
- Date: 2007
- Subjects: Changed rol of HR , HR in IT industry , Challenges of the HR practitioners
- Type: Article
- Identifier: uj:6493 , http://hdl.handle.net/10210/1603
- Description: The Information Technology (IT) industry is one that is characterised by rapid change and a heavy reliance on human skills. A study was conducted to qualitatively explore the role of the Human Resource (HR) function in the South African IT industry. Semi-structured individual and focus group interviews with professionals in this function highlighted many opportunities for HR to render a more strategic role in an environment where a skills shortage and many related problem areas exist. The implications of these findings are discussed and proposals for redefining the role of HR in the specific industry are offered.
- Full Text:
- Authors: Hall, C.L. , Fourie, L.
- Date: 2007
- Subjects: Changed rol of HR , HR in IT industry , Challenges of the HR practitioners
- Type: Article
- Identifier: uj:6493 , http://hdl.handle.net/10210/1603
- Description: The Information Technology (IT) industry is one that is characterised by rapid change and a heavy reliance on human skills. A study was conducted to qualitatively explore the role of the Human Resource (HR) function in the South African IT industry. Semi-structured individual and focus group interviews with professionals in this function highlighted many opportunities for HR to render a more strategic role in an environment where a skills shortage and many related problem areas exist. The implications of these findings are discussed and proposals for redefining the role of HR in the specific industry are offered.
- Full Text:
Competency requirements for first-line managers to deal with resistance to change.
- Authors: Lombard, C.N. , Crafford, A.
- Date: 2003
- Subjects: Change management , First-line managers , Change interventions
- Type: Article
- Identifier: uj:6475 , http://hdl.handle.net/10210/1487
- Description: Continuous changes in the needs of markets require effective change management at all levels in organisations. First-line managers are directly responsible for meeting the demands of clients and resistance to change at this level could result in sub-standard outputs. The effectiveness of change interventions will be largely determined by the competence of first-line managers to facilitate the desired change taking into account resistance to change. The purpose of this article is to identify competencies required by first-line managers to deal with resistance to change. The findings are based on a literature study and functional analysis.
- Full Text:
- Authors: Lombard, C.N. , Crafford, A.
- Date: 2003
- Subjects: Change management , First-line managers , Change interventions
- Type: Article
- Identifier: uj:6475 , http://hdl.handle.net/10210/1487
- Description: Continuous changes in the needs of markets require effective change management at all levels in organisations. First-line managers are directly responsible for meeting the demands of clients and resistance to change at this level could result in sub-standard outputs. The effectiveness of change interventions will be largely determined by the competence of first-line managers to facilitate the desired change taking into account resistance to change. The purpose of this article is to identify competencies required by first-line managers to deal with resistance to change. The findings are based on a literature study and functional analysis.
- Full Text:
Building blocks of innovation within a state-owned enterprise (Part Two).
- Van Zyl, E.M., Coetsee, W.J., Roodt, G.
- Authors: Van Zyl, E.M. , Coetsee, W.J. , Roodt, G.
- Date: 2005
- Subjects: Building blocks , Innovation , Strategic enablers , Business enablers , Foundation enablers
- Type: Article
- Identifier: uj:6392 , http://hdl.handle.net/10210/1134
- Description: In this article (the second part of a two-part study) the focus is on establishing a theoretical framework of state owned enterprise (SOE) managers’ espoused theory of building blocks of innovation. A qualitative approach, namely Grounded Theory, supported by Theoretical Sampling, was applied in generating the primary data for the study from different management levels in the SOE. The managers’ espoused theory, based on empirical evidence, shows that innovation consisted of five important building blocks, namely contextual setting; strategic enablers; business enablers; foundational enablers; and human resources; each with its own categories and sub-categories. The study also identified barriers to innovation. An innovation diffusion framework, specifically for implementation in a government context, was proposed.
- Full Text:
- Authors: Van Zyl, E.M. , Coetsee, W.J. , Roodt, G.
- Date: 2005
- Subjects: Building blocks , Innovation , Strategic enablers , Business enablers , Foundation enablers
- Type: Article
- Identifier: uj:6392 , http://hdl.handle.net/10210/1134
- Description: In this article (the second part of a two-part study) the focus is on establishing a theoretical framework of state owned enterprise (SOE) managers’ espoused theory of building blocks of innovation. A qualitative approach, namely Grounded Theory, supported by Theoretical Sampling, was applied in generating the primary data for the study from different management levels in the SOE. The managers’ espoused theory, based on empirical evidence, shows that innovation consisted of five important building blocks, namely contextual setting; strategic enablers; business enablers; foundational enablers; and human resources; each with its own categories and sub-categories. The study also identified barriers to innovation. An innovation diffusion framework, specifically for implementation in a government context, was proposed.
- Full Text:
Leadership development from a systems psychodynamic consultancy stance.
- De Jager, W., Cilliers, F.V.N., Veldsman, T.H.
- Authors: De Jager, W. , Cilliers, F.V.N. , Veldsman, T.H.
- Date: 2003
- Subjects: Leadership development programme , Psychodynamic leadership , Pathological leadership personality characteristics , Organizational processes
- Type: Article
- Identifier: uj:5664 , http://hdl.handle.net/10210/2908
- Description: This research aims to measure the impact of a leadership development programme presented from the systems psychodynamic stance. The aim was to develop psychoanalytically informed change leaders to lead change and transformation in the continuously changing and transforming New Economy network organisation. In order to do this, a group relations training programme was presented for 30 leaders. Qualitative assessment using grounded theory during post-intervention focus groups interviewing indicated the group’s awareness of psychodynamic leadership behaviour such as the regression towards frequent pathological leadership personality characteristics, regression towards unconscious group- and organizational processes such as the basic assumption group, the covert coalition and socially structured defense systems against change and transformation. Insight was also gained in the new leadership role and the taking up of personal authority in the network organisation that needs to function as a systemic whole. Limitations in the study are noted and Recommendations are made to enhance change leader skills for leadership in the New Economy network organisation.
- Full Text:
- Authors: De Jager, W. , Cilliers, F.V.N. , Veldsman, T.H.
- Date: 2003
- Subjects: Leadership development programme , Psychodynamic leadership , Pathological leadership personality characteristics , Organizational processes
- Type: Article
- Identifier: uj:5664 , http://hdl.handle.net/10210/2908
- Description: This research aims to measure the impact of a leadership development programme presented from the systems psychodynamic stance. The aim was to develop psychoanalytically informed change leaders to lead change and transformation in the continuously changing and transforming New Economy network organisation. In order to do this, a group relations training programme was presented for 30 leaders. Qualitative assessment using grounded theory during post-intervention focus groups interviewing indicated the group’s awareness of psychodynamic leadership behaviour such as the regression towards frequent pathological leadership personality characteristics, regression towards unconscious group- and organizational processes such as the basic assumption group, the covert coalition and socially structured defense systems against change and transformation. Insight was also gained in the new leadership role and the taking up of personal authority in the network organisation that needs to function as a systemic whole. Limitations in the study are noted and Recommendations are made to enhance change leader skills for leadership in the New Economy network organisation.
- Full Text:
Measuring a customer intimacy culture in a value discipline context.
- Authors: Potgieter, A. , Roodt, G.
- Date: 2004
- Subjects: Customer intimacy culture , Product leadership , Operational excellence
- Type: Article
- Identifier: uj:6378 , http://hdl.handle.net/10210/1121
- Description: The purpose of the study was to evaluate a questionnaire for the assessment of a customer intimacy culture in the value discipline context. The main survey was completed by using a convenience sample of permanent employees (N = 200) at line, middle and top management levels of an organisation in the entertainment industry. This sample was taken from staff on structured developmental paths, while attending scheduled training events. The 169 completed questionnaires that were returned were used for the final data analyses. Owing to the small sample size, an adapted procedure for first- and second-level factor analyses was used, followed by an iterative item analysis. The preliminary findings suggest that the questionnaire can be applied for assessing customer intimacy cultures.
- Full Text:
- Authors: Potgieter, A. , Roodt, G.
- Date: 2004
- Subjects: Customer intimacy culture , Product leadership , Operational excellence
- Type: Article
- Identifier: uj:6378 , http://hdl.handle.net/10210/1121
- Description: The purpose of the study was to evaluate a questionnaire for the assessment of a customer intimacy culture in the value discipline context. The main survey was completed by using a convenience sample of permanent employees (N = 200) at line, middle and top management levels of an organisation in the entertainment industry. This sample was taken from staff on structured developmental paths, while attending scheduled training events. The 169 completed questionnaires that were returned were used for the final data analyses. Owing to the small sample size, an adapted procedure for first- and second-level factor analyses was used, followed by an iterative item analysis. The preliminary findings suggest that the questionnaire can be applied for assessing customer intimacy cultures.
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An assessment of bias and fairness of the culture assessment instrument.
- Authors: Nkosi, T.J. , Roodt, G.
- Date: 2004
- Subjects: Culture Assessment Instrument
- Type: Article
- Identifier: uj:6602 , http://hdl.handle.net/10210/955
- Description: The aim of this study was to investigate the bias and fairness of the Culture Assessment Instrument (CAI), that is, to assess whether the mean culture scores of different groups (race, gender, age and language) discriminate on a total score and an item level. The sample consisted of 4066 respondents from five different companies, originating from various industries. The scores of the 56 CAI-items were factor analysed on two levels, followed by an iterative item analyses. Significant differences between race and language mean scores were identified on a total score and item level. Where differences on an item level were detected, such item-wordings were scrutinized to ensure that they were fair, non-prejudiced and not stereotyping any group. Based on these findings, it was concluded that the CAI in its current form is not biased against any particular group and is therefore fair.
- Full Text:
- Authors: Nkosi, T.J. , Roodt, G.
- Date: 2004
- Subjects: Culture Assessment Instrument
- Type: Article
- Identifier: uj:6602 , http://hdl.handle.net/10210/955
- Description: The aim of this study was to investigate the bias and fairness of the Culture Assessment Instrument (CAI), that is, to assess whether the mean culture scores of different groups (race, gender, age and language) discriminate on a total score and an item level. The sample consisted of 4066 respondents from five different companies, originating from various industries. The scores of the 56 CAI-items were factor analysed on two levels, followed by an iterative item analyses. Significant differences between race and language mean scores were identified on a total score and item level. Where differences on an item level were detected, such item-wordings were scrutinized to ensure that they were fair, non-prejudiced and not stereotyping any group. Based on these findings, it was concluded that the CAI in its current form is not biased against any particular group and is therefore fair.
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Developing a holistic wellness model.
- Authors: Els, D.A. , De la Rey, R.P.
- Date: 2006
- Subjects: Holistic , Wellness model , Assessment of wellness , 5 Factor wellness inventory model , Holistic work wellness model
- Type: Article
- Identifier: uj:5678 , http://hdl.handle.net/10210/2923
- Description: The objective of the present study was the development of a holistic theoretical wellness model that served as frame of reference for the construction of a valid and reliable inventory that was considered suitable for the assessment of wellness of employees of a South African life insurance organisation. The 5 Factor Wellness Inventory was developed from existing proven wellness inventories. A non-random sample of 673 employees of the organisation concerned participated in a cross-sectional survey by completing the Inventory and a biographical questionnaire. Goodness of fit between the holistic wellness model and a data set derived from the application of the 5 Factor Wellness Inventory was determined empirically. The structural equation modelling statistics produced acceptable goodness of- fit indices albeit with some scope for improvement. The Root Mean Square Error of Approximation indices supported acceptance of the holistic work-wellness model. The validity of the Inventory was also estimated.
- Full Text:
- Authors: Els, D.A. , De la Rey, R.P.
- Date: 2006
- Subjects: Holistic , Wellness model , Assessment of wellness , 5 Factor wellness inventory model , Holistic work wellness model
- Type: Article
- Identifier: uj:5678 , http://hdl.handle.net/10210/2923
- Description: The objective of the present study was the development of a holistic theoretical wellness model that served as frame of reference for the construction of a valid and reliable inventory that was considered suitable for the assessment of wellness of employees of a South African life insurance organisation. The 5 Factor Wellness Inventory was developed from existing proven wellness inventories. A non-random sample of 673 employees of the organisation concerned participated in a cross-sectional survey by completing the Inventory and a biographical questionnaire. Goodness of fit between the holistic wellness model and a data set derived from the application of the 5 Factor Wellness Inventory was determined empirically. The structural equation modelling statistics produced acceptable goodness of- fit indices albeit with some scope for improvement. The Root Mean Square Error of Approximation indices supported acceptance of the holistic work-wellness model. The validity of the Inventory was also estimated.
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Electronic document management: a human resource management case study.
- Authors: Groenewald, T.
- Date: 2004
- Subjects: Electronic document management system , Knowledge agility , Knowledge capital , Knowledge economy
- Type: Article
- Identifier: uj:6530 , http://hdl.handle.net/10210/2729
- Description: This case study serve as exemplar regarding what can go wrong with the implementation of an electronic document management system. Knowledge agility and knowledge as capital, is outlined against the backdrop of the information society and knowledge economy. The importance of electronic document management and control is sketched thereafter. The literature review is concluded with the impact of human resource management on knowledge agility, which includes references to the learning organisation and complexity theory. The intervention methodology, comprising three phases, follows next. The results of the three phases are presented thereafter. Partial success has been achieved with improving the human efficacy of electronic document management, however the client opted to discontinue the system in use.
- Full Text:
- Authors: Groenewald, T.
- Date: 2004
- Subjects: Electronic document management system , Knowledge agility , Knowledge capital , Knowledge economy
- Type: Article
- Identifier: uj:6530 , http://hdl.handle.net/10210/2729
- Description: This case study serve as exemplar regarding what can go wrong with the implementation of an electronic document management system. Knowledge agility and knowledge as capital, is outlined against the backdrop of the information society and knowledge economy. The importance of electronic document management and control is sketched thereafter. The literature review is concluded with the impact of human resource management on knowledge agility, which includes references to the learning organisation and complexity theory. The intervention methodology, comprising three phases, follows next. The results of the three phases are presented thereafter. Partial success has been achieved with improving the human efficacy of electronic document management, however the client opted to discontinue the system in use.
- Full Text:
Problems surrounding probation in the South African public service.
- Authors: Baloyi, Z.G. , Crafford, A.
- Date: 2006
- Subjects: Probation periods , South African Public Service , Problems surrounding probation
- Type: Article
- Identifier: uj:6478 , http://hdl.handle.net/10210/1490
- Description: The aim of the study was to investigate problems surrounding probation periods in the South African Public Service. A qualitative study was conducted to determine the views of both probationers and supervisors managing the probation process. Data was gathered by means of focus groups and individual interviews. Nine key areas were identified as being problematic, viz. clarity regarding the purpose of probation, lack of proper guidelines, the duration of probation, rotation during probation, lack of training, poor management of probation, performance management, anxiety and stress, power and authority. Recommendations are made concerning possible interventions.
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- Authors: Baloyi, Z.G. , Crafford, A.
- Date: 2006
- Subjects: Probation periods , South African Public Service , Problems surrounding probation
- Type: Article
- Identifier: uj:6478 , http://hdl.handle.net/10210/1490
- Description: The aim of the study was to investigate problems surrounding probation periods in the South African Public Service. A qualitative study was conducted to determine the views of both probationers and supervisors managing the probation process. Data was gathered by means of focus groups and individual interviews. Nine key areas were identified as being problematic, viz. clarity regarding the purpose of probation, lack of proper guidelines, the duration of probation, rotation during probation, lack of training, poor management of probation, performance management, anxiety and stress, power and authority. Recommendations are made concerning possible interventions.
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Facilitative project management: constructing a model for integrated change implementation by utilizing case studies.
- Hodgson, V.J., Zaaiman, J.J.
- Authors: Hodgson, V.J. , Zaaiman, J.J.
- Date: 2003
- Subjects: Change management theory , Successful change
- Type: Article
- Identifier: uj:6528 , http://hdl.handle.net/10210/2727
- Description: Change management theory is extensive, and organisations constantly adapt to and embrace change. In post-apartheid South Africa we are building a racially integrated business environment and society, and leverage its competitive re-entry into the world business arena. Research to date has found that the majority of change initiatives fail due to resistance caused by poor conceptualisation and planning, and the lack of proper integration of the people and business dimensions of change. The model to implement a successful change program will be designed using a combination of readily available skills and techniques. Its development and testing will take place within the context of three case studies.
- Full Text:
- Authors: Hodgson, V.J. , Zaaiman, J.J.
- Date: 2003
- Subjects: Change management theory , Successful change
- Type: Article
- Identifier: uj:6528 , http://hdl.handle.net/10210/2727
- Description: Change management theory is extensive, and organisations constantly adapt to and embrace change. In post-apartheid South Africa we are building a racially integrated business environment and society, and leverage its competitive re-entry into the world business arena. Research to date has found that the majority of change initiatives fail due to resistance caused by poor conceptualisation and planning, and the lack of proper integration of the people and business dimensions of change. The model to implement a successful change program will be designed using a combination of readily available skills and techniques. Its development and testing will take place within the context of three case studies.
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Change risk and ignorance: attempting to cross chasms in small steps.
- Authors: Van Tonder, C.L.
- Date: 2006
- Subjects: Change management , Change risks , Ethical change
- Type: Article
- Identifier: uj:6486 , http://hdl.handle.net/10210/1498
- Description: Although the pace of organisational change is escalating, the reported success rate of large-scale change efforts remains disappointingly low. This suggests a level of risk that remains largely under acknowledged. The current study explored employee perceptions of risk in organisational change practices. Statements provided by a convenience sample of 111 respondents from seven institutions revealed a distinct awareness of change risk among employees. Identified risk areas align with the planning, involvement and implementation stages of organizational change processes. It is furthermore proposed that an ethical approach to change will minimise resistance to change and substantially reduce change risk.
- Full Text:
- Authors: Van Tonder, C.L.
- Date: 2006
- Subjects: Change management , Change risks , Ethical change
- Type: Article
- Identifier: uj:6486 , http://hdl.handle.net/10210/1498
- Description: Although the pace of organisational change is escalating, the reported success rate of large-scale change efforts remains disappointingly low. This suggests a level of risk that remains largely under acknowledged. The current study explored employee perceptions of risk in organisational change practices. Statements provided by a convenience sample of 111 respondents from seven institutions revealed a distinct awareness of change risk among employees. Identified risk areas align with the planning, involvement and implementation stages of organizational change processes. It is furthermore proposed that an ethical approach to change will minimise resistance to change and substantially reduce change risk.
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